Reporter: ELLY PAUL A.

TOMAS, RCh

Group 1, OM 602 Public Personnel Administration

PUBLIC PERSONNEL ADMINISTRATION

Definition of Public Personnel Administration

Public Personnel Administration refers to the entire spectrum of a public

organizations management of human resources from recruitment to
retirement.

It involves manpower planning and forecasting, selection and staffing,

training and development, performance management, employee
discipline, and promotion of employee welfare and productivity.

Main Functions:

o Planning - usually at the highest levels of the organization. This

includes preparing staffing plans and budgets, deciding how
employees will be used and how their strengths will be allocated,
and setting pay rates and salary standards. Planning these things
out before hiring happens can make employee relations a lot
smoother since workers will usually have a better idea of what to
expect.

o Acquisition - this usually pertains to selecting and recruiting

employees. The personnel administrator is often very involved in
creating job postings and interviewing candidates, and the goal
here is to recruit and retain the best people for the job.

o Development - involves employee training and advancement

programs as well as performance evaluations

o Sanctions - typically deals with employer-employee relationships,

and may also include matters of workplace safety and the proper
method for handling grievances.

At the helm of Public Personnel Administration in the Local Government

Unit (LGU) is the Local Chief Executive (LCE).

The chief executive of every local government unit shall be

responsible for human resources and development in his unit and
shall take all personnel actions in accordance with the
Constitutional provisions on civil service, pertinent laws, and rules
and regulations thereon, including such policies guidelines and
standards as the Civil Service Commission may establish. x x x
(Section 77, Title III LGC)

It is imperative that he/she be equipped with basic knowledge on Civil

Service Law and Rules that cover the four (4) Rs of human resource
management, namely:
 o (1) Recruitment,
It is first phase in the employment procedure which is the
development of a pool of candidates in accordance with a
human resource plan.
It covers determining staffing needs, meeting the
requirements, publication of vacancies, screening and
appointment;

o (2) Retention,
Retention of good performers in public service is critical to
the running of a successful and healthy good government. As
a good manager, the LCE would agree that retaining his best
employees ensures public satisfaction because of effective
and efficient public service delivery;

o (3) Rewards and Recognition,

Recognition and rewards are powerful tools for employee
motivation and performance improvement; and

o (4) Retirement,
Retirement is the end of an employees career in his or her
organization, normally because he/she has reached the
retirement age set by law, when physical conditions do not
allow the person to work anymore, or even by personal
choice.

Key Players in Public Personnel Administration

In addition, the LCEs interaction with the following key players in relation
to public personnel administration be given importance as it influences the
LGUs development:
o The Civil Service Commission
o Provincial Vice Governor
o City Vice Mayor
o Municipal Vice Mayor
o Local Legislative Bodies (Sanggunian)
o Human Resource Practitioner/Officer